Category: Human relations

write a cover letter to work for airlines such as jetblue, delta, united airline

write a cover letter to work for airlines such as jetblue, delta, united airlines etc. for new york city. The only thing is the position may vary as I’m willing to accept any position (dont state that). I just want to stand out and make them believe im a perfect fit in any occation or scenario. I have a mathematics degree, 3.8 gpa, minors in communication and sociology. I worked as an amazon managar supervising over 370 employees, worked as a senior resident assistant in college for 3 years, worked as a medical assistant for medrite for 2 years  and as a security guard for about 2 years too. Use whatever you need out of my experience to make me sound like the perfect candidate. it also doesnt need to be 2 pages just a nice cover letter. 

Overview
To be an effective leader, you must be able to lead change efforts in a

Overview
To be an effective leader, you must be able to lead change efforts in a collaborative way that demonstrates the culture of the organization. At some point, all leaders will need to lead an organizational change effort or be part of an upper-level team that plans and implements it.
Your final project in this course is to develop a change plan based on a case study. Your plan will use Kotter’s change implementation plan components for an organization. Kotter’s plan will explain what you should look at during each step of a change effort. Changes take time to put in place. You should consider all parts of an organization when making these changes. Be sure to use scholarly research to defend your responses and support your explanations.
This project addresses the following course outcomes:
Determine the root causes and driving forces for effectively implementing an organizational change effort
Diagnose gap differences between current situations and targeted goals of change efforts for determining the needs of a change effort
Analyze the impact of a change effort for its implications on the roles of employees
Predict areas and causes of resistance within an organization to develop a well-informed, effective change plan
Determine the communication needs in a change effort involving employees for successfully implementing a change effort
Enhance the influence of organizational culture on organizational change efforts
Prompt
For this project, you will create a change plan based on a case study. Your plan will include stated objectives that you will follow to accomplish an intended goal or goals. After setting your objectives, you will work backward to create a timeline for each phase of the change plan. This change plan will analyze what the organization needs to make the change successful and what to look out for.
Specifically, you must address the following critical elements:
Analysis and Diagnosis
Identify the problem in need of addressing and describe which forces are driving the change effort.
Establish how the problem arose and determine the current impact of the problem.
Identify the specific organizational needs driving the change and explain each.
Identify specific variables, conditions, issues, and individuals that will impact the change effort negatively and describe how these should be handled prior to planning the change effort.
Identify underlying causes of the problem and determine how these causes should be addressed.
Identify the gap between the current situation and the targeted outcome and establish what needs to occur to build a process to address the gap.
Developing a Change Plan Using Kotter’s Model for Implementing Organizational Change
Create Urgency
Describe a plan to create urgency within the organization and convince stakeholders that this change needs to take place.
Identify current processes for implementing change and describe how processes will need to be updated for the proposed change
Describe a strategy to gain support from employees and describe how the strategy will be effective
Build a Guiding Coalition
Identify who should be involved in the guiding coalition and provide a rationale for each choice. Kotter likes 50% leaders and 50% managers with experience. Others prefer the composition to be 33% leaders, 33% managers, and 33% informal leaders. You can assemble the guiding coalition as you see fit.
Determine steps for ensuring commitment from those involved and describe each step
Form a Strategic Vision
Determine the values that are essential to this change and defend why the values are essential.
Establish the vision for this organizational change effort and describe how the vision will be effective in promoting the change effort.
Identify your intended targeted outcomes and defend each choice.
Determine what must occur for the organizational change effort to be considered a success and defend each response.
Communicate the Change
Establish what is required for the change to be communicated effectively and explain your response.
Determine actions you will take to encourage two-way communication and explain why these actions will be effective.
Establish how direct supervisors within the organization will be supported in their efforts to communicate with employees regarding the change effort.
Describe how you will address any concerns or anxieties regarding this change.
Determine who will need to be involved in the change effort and describe the capacity in which they will be involved.
Enable Action by Removing Barriers
Identify the forces, barriers, and hindrances to the organizational change effort and describe each.
Describe how resistance can be recognized and determine how resistance can be eliminated or mitigated.
Describe actions that enable and empower employees to help drive the change effort.
Generate Short-Term Wins
Determine how you will generate short-term wins and establish how these wins will be rewarded.
Determine what can be gained from short-term wins and defend your response.
Sustain Acceleration
Describe how to ensure that the momentum driving the change effort continues.
Institute Change
Determine what actions need to occur for this change to become part of the organizational culture and defend each action.
Establish infrastructure mechanisms that need to be in place to maintain and sustain the change into the future and describe the importance of each.
Milestones
Milestone One: Kotter’s Steps 1 and 2
In Module Three, you will review the case study Satya Nadella at Microsoft: Instilling a Growth Mindset, and then complete the following actions: (a) State what actually occurred in the case regarding Kotter’s first two steps of establishing a sense of urgency and creating the guiding team in a change effort, and (b) reflect on what you think should have been done in the change effort regarding those two steps. State your reflection as recommendations to implement steps 1 and 2.
This milestone will help you build Section II parts A and B of your final project. This milestone is graded with the Milestone One Rubric.
Milestone Two: Kotter’s Steps 3 and 4
In Module Five, you will review the case study Satya Nadella at Microsoft: Instilling a Growth Mindset, and then complete the following actions: (a) State what actually occurred in the case regarding Kotter’s steps 3 and 4 of developing a vision and strategy and communicating the change vision (2–3 paragraphs), and (b) reflect on what you think should have been done in the change effort regarding those two steps. State your reflection as recommendations to implement Kotter’s steps 3 and 4.
This milestone will help you build Section II parts C and D for your final project. This milestone is graded with the Milestone Two Rubric.
Milestone Three: Kotter’s Steps 5 and 6
In Module Seven, you will review the case study Satya Nadella at Microsoft: Instilling a Growth Mindset, and then complete the following actions: (a) State what actually occurred in the case regarding Kotter’s steps 5 and 6 of empowering employees for broad-based action and generating short-term wins, and (b) reflect on what you think should have been done in the change effort regarding those two steps. State your reflection as recommendations to implement steps 5 and 6.
This milestone will help you build Section II parts E and F for your final project. This milestone is graded with the Milestone Three Rubric.
Final Submission: Change Plan
In Module Nine, you will be submitting your final project, a change plan for the case study Satya Nadella at Microsoft: Instilling A Growth Mindset. Throughout the course, you have had multiple opportunities to work on the elements of this proposal and fine-tune your thinking for the change plan.
Your finalized proposal should incorporate feedback you have received from your instructor as well as your peers. This submission is graded with the Final Project Rubric.
What to Submit
Your change plan must be 13–15 pages (not including the title page or references) with double spacing, 12-point Times New Roman font, and APA formatting. Use the following rubric to review your assignment before submitting it.
****Milestones 1, 2, and 3 are included. These will help with the final project. 

Overview
To be an effective leader, you must be able to lead change efforts in a

Overview
To be an effective leader, you must be able to lead change efforts in a collaborative way that demonstrates the culture of the organization. At some point, all leaders will need to lead an organizational change effort or be part of an upper-level team that plans and implements it.
Your final project in this course is to develop a change plan based on a case study. Your plan will use Kotter’s change implementation plan components for an organization. Kotter’s plan will explain what you should look at during each step of a change effort. Changes take time to put in place. You should consider all parts of an organization when making these changes. Be sure to use scholarly research to defend your responses and support your explanations.
This project addresses the following course outcomes:
Determine the root causes and driving forces for effectively implementing an organizational change effort
Diagnose gap differences between current situations and targeted goals of change efforts for determining the needs of a change effort
Analyze the impact of a change effort for its implications on the roles of employees
Predict areas and causes of resistance within an organization to develop a well-informed, effective change plan
Determine the communication needs in a change effort involving employees for successfully implementing a change effort
Enhance the influence of organizational culture on organizational change efforts
Prompt
For this project, you will create a change plan based on a case study. Your plan will include stated objectives that you will follow to accomplish an intended goal or goals. After setting your objectives, you will work backward to create a timeline for each phase of the change plan. This change plan will analyze what the organization needs to make the change successful and what to look out for.
Specifically, you must address the following critical elements:
Analysis and Diagnosis
Identify the problem in need of addressing and describe which forces are driving the change effort.
Establish how the problem arose and determine the current impact of the problem.
Identify the specific organizational needs driving the change and explain each.
Identify specific variables, conditions, issues, and individuals that will impact the change effort negatively and describe how these should be handled prior to planning the change effort.
Identify underlying causes of the problem and determine how these causes should be addressed.
Identify the gap between the current situation and the targeted outcome and establish what needs to occur to build a process to address the gap.
Developing a Change Plan Using Kotter’s Model for Implementing Organizational Change
Create Urgency
Describe a plan to create urgency within the organization and convince stakeholders that this change needs to take place.
Identify current processes for implementing change and describe how processes will need to be updated for the proposed change
Describe a strategy to gain support from employees and describe how the strategy will be effective
Build a Guiding Coalition
Identify who should be involved in the guiding coalition and provide a rationale for each choice. Kotter likes 50% leaders and 50% managers with experience. Others prefer the composition to be 33% leaders, 33% managers, and 33% informal leaders. You can assemble the guiding coalition as you see fit.
Determine steps for ensuring commitment from those involved and describe each step
Form a Strategic Vision
Determine the values that are essential to this change and defend why the values are essential.
Establish the vision for this organizational change effort and describe how the vision will be effective in promoting the change effort.
Identify your intended targeted outcomes and defend each choice.
Determine what must occur for the organizational change effort to be considered a success and defend each response.
Communicate the Change
Establish what is required for the change to be communicated effectively and explain your response.
Determine actions you will take to encourage two-way communication and explain why these actions will be effective.
Establish how direct supervisors within the organization will be supported in their efforts to communicate with employees regarding the change effort.
Describe how you will address any concerns or anxieties regarding this change.
Determine who will need to be involved in the change effort and describe the capacity in which they will be involved.
Enable Action by Removing Barriers
Identify the forces, barriers, and hindrances to the organizational change effort and describe each.
Describe how resistance can be recognized and determine how resistance can be eliminated or mitigated.
Describe actions that enable and empower employees to help drive the change effort.
Generate Short-Term Wins
Determine how you will generate short-term wins and establish how these wins will be rewarded.
Determine what can be gained from short-term wins and defend your response.
Sustain Acceleration
Describe how to ensure that the momentum driving the change effort continues.
Institute Change
Determine what actions need to occur for this change to become part of the organizational culture and defend each action.
Establish infrastructure mechanisms that need to be in place to maintain and sustain the change into the future and describe the importance of each
What to Submit
Your change plan must be 13–15 pages (not including the title page or references) with double spacing, 12-point Times New Roman font, and APA formatting. Use the following rubric to review your assignment before submitting it.
***Section II A-F is completed (see attached documents). 

Write a complete, fully developed essay on stereotyping.
Provide formal definiti

Write a complete, fully developed essay on stereotyping.
Provide formal definitions for each term used in your essay. Include in your discussion examples of the adverse impact of stereotyping in the workplace.
Give detailed examples of various HR functions where stereotyping may occur.
Examine the consequences of stereotyping as they relate to an employer’s exposure to liability.
Use proper APA citations throughout the body of your essay and a full reference section at the end.
Book : 
Essential Guide to Federal Employment Laws, 7th Edition
By: Lisa Guerin J.D., Sachi Barreiro J.D.
ISBN: 978-1-4133-2979-7

Overview
As an HR consultant, you are exceeding the expectations of the leadersh

Overview
As an HR consultant, you are exceeding the expectations of the leadership team of the U.S. branch. Along with the change management plan, your memo emphasizing the need for leaders to coach, mentor, and inspire the workforce to participate in the change process was well received by the VP and the leadership team of the U.S. branch.
Now you decide to preempt questions regarding leadership development initiatives that can be deployed at the U.S. branch to improve employee engagement or reduce attrition. To highlight how leadership development initiatives influence employee engagement, you decide to share the case study of a successful company. Apart from the case study, you will also submit your analysis on how these initiatives can develop “change leaders” at the U.S. branch of the Singaporean software solutions provider. You will also include your suggestions about the delivery methods for these leadership development initiatives.
Prompt
Write a brief to document your analysis of the leadership development initiatives of the Campbell Soup Company. This paper should inform the VP and leadership of the U.S. branch about initiatives that you recommend for deployment at the U.S. branch of the Singaporean software solutions provider to develop change leaders.
Specifically, you must address the following criteria:
Recommend leadership development initiatives from the Campbell Soup Company Case Study that can be deployed at the U.S. branch of the Singaporean software solutions provider.
Why do leadership development initiatives influence employee engagement?
How do leadership development initiatives impact the retention of leaders?
Refer to the Employee Engagement Surveys and Exit Interviews to ensure relevant company data is considered.
Determine manager competencies (knowledge, skill, and ability) that will be effective in supporting the change management plan.
How does a coach or mentor influence change acceptance?
Refer to the Leaders’ Self Evaluations and Exit Interviews to ensure relevant company data is considered.
Recommend delivery methods for leadership development initiatives.
Consider a blend of formal and informal trainings, and classroom and online methods of training, while making your selection.
Consider relevant organization data from the Exit Interviews.
Justify recommendations for leadership development initiatives.
How will leadership development initiatives prepare employees for change?
How does leadership influence the success of an organization?
What to Submit
Submit a 2- to 3-page Word document using double spacing, 12-point Times New Roman font, and one-inch margins. Sources should be cited according to APA style. Consult the Shapiro Library APA Style Guide for more information on citations.

Here are the questions for assignment 2.
What is the significance of the RLA and

Here are the questions for assignment 2.
What is the significance of the RLA and the Norris-Laguardia Act and how do they modify the NLRA?
Explain the relationship of a local union to the national and international union affiliates, as well as the AFL-CIO.
What are “unfair labor practices” and are they similar for both unions and management? Explain the differences. 
Please ensure you are citing your references accordingly. Your
responses should be in paragraph form and should be 150-200 words per
questions. Take pride in your writing and proofread before submitting
the assignment.
***I INCLUDED A DOCUMENT ALREADY OF THE FORMATING. 

Write a draft problem statement in in the Prospectus Form by entering the follow

Write a draft problem statement in in the Prospectus Form by entering the following in the correct field:
Describe the social problem that prompted you to search the literature to find out more.
Identify the gap in recent literature.
Present a 1-sentence summary of the research problem.
Support the entire problem statement with government and/or peer-reviewed research published within the last five years.

Overview
To be an effective leader, you must be able to lead change efforts in a

Overview
To be an effective leader, you must be able to lead change efforts in a collaborative way that demonstrates the culture of the organization. At some point, all leaders will need to lead an organizational change effort or be part of an upper-level team that plans and implements it.
Your final project in this course is to develop a change plan based on a case study. Your plan will use Kotter’s change implementation plan components for an organization. Kotter’s plan will explain what you should look at during each step of a change effort. Changes take time to put in place. You should consider all parts of an organization when making these changes. Be sure to use scholarly research to defend your responses and support your explanations.
This project addresses the following course outcomes:
Determine the root causes and driving forces for effectively implementing an organizational change effort
Diagnose gap differences between current situations and targeted goals of change efforts for determining the needs of a change effort
Analyze the impact of a change effort for its implications on the roles of employees
Predict areas and causes of resistance within an organization to develop a well-informed, effective change plan
Determine the communication needs in a change effort involving employees for successfully implementing a change effort
Enhance the influence of organizational culture on organizational change efforts
Prompt
For this project, you will create a change plan based on a case study. Your plan will include stated objectives that you will follow to accomplish an intended goal or goals. After setting your objectives, you will work backward to create a timeline for each phase of the change plan. This change plan will analyze what the organization needs to make the change successful and what to look out for.
Specifically, you must address the following critical elements:
Analysis and Diagnosis
Identify the problem in need of addressing and describe which forces are driving the change effort.
Establish how the problem arose and determine the current impact of the problem.
Identify the specific organizational needs driving the change and explain each.
Identify specific variables, conditions, issues, and individuals that will impact the change effort negatively and describe how these should be handled prior to planning the change effort.
Identify underlying causes of the problem and determine how these causes should be addressed.
Identify the gap between the current situation and the targeted outcome and establish what needs to occur to build a process to address the gap.
Developing a Change Plan Using Kotter’s Model for Implementing Organizational Change
Create Urgency
Describe a plan to create urgency within the organization and convince stakeholders that this change needs to take place.
Identify current processes for implementing change and describe how processes will need to be updated for the proposed change
Describe a strategy to gain support from employees and describe how the strategy will be effective
Build a Guiding Coalition
Identify who should be involved in the guiding coalition and provide a rationale for each choice. Kotter likes 50% leaders and 50% managers with experience. Others prefer the composition to be 33% leaders, 33% managers, and 33% informal leaders. You can assemble the guiding coalition as you see fit.
Determine steps for ensuring commitment from those involved and describe each step
Form a Strategic Vision
Determine the values that are essential to this change and defend why the values are essential.
Establish the vision for this organizational change effort and describe how the vision will be effective in promoting the change effort.
Identify your intended targeted outcomes and defend each choice.
Determine what must occur for the organizational change effort to be considered a success and defend each response.
Communicate the Change
Establish what is required for the change to be communicated effectively and explain your response.
Determine actions you will take to encourage two-way communication and explain why these actions will be effective.
Establish how direct supervisors within the organization will be supported in their efforts to communicate with employees regarding the change effort.
Describe how you will address any concerns or anxieties regarding this change.
Determine who will need to be involved in the change effort and describe the capacity in which they will be involved.
Enable Action by Removing Barriers
Identify the forces, barriers, and hindrances to the organizational change effort and describe each.
Describe how resistance can be recognized and determine how resistance can be eliminated or mitigated.
Describe actions that enable and empower employees to help drive the change effort.
Generate Short-Term Wins
Determine how you will generate short-term wins and establish how these wins will be rewarded.
Determine what can be gained from short-term wins and defend your response.
Sustain Acceleration
Describe how to ensure that the momentum driving the change effort continues.
Institute Change
Determine what actions need to occur for this change to become part of the organizational culture and defend each action.
Establish infrastructure mechanisms that need to be in place to maintain and sustain the change into the future and describe the importance of each
What to Submit
Your change plan must be 13–15 pages (not including the title page or references) with double spacing, 12-point Times New Roman font, and APA formatting. Use the following rubric to review your assignment before submitting it.
***Section II A-F is completed (see attached documents). 

Overview
To be an effective leader, you must be able to lead change efforts in a

Overview
To be an effective leader, you must be able to lead change efforts in a collaborative way that demonstrates the culture of the organization. At some point, all leaders will need to lead an organizational change effort or be part of an upper-level team that plans and implements it.
Your final project in this course is to develop a change plan based on a case study. Your plan will use Kotter’s change implementation plan components for an organization. Kotter’s plan will explain what you should look at during each step of a change effort. Changes take time to put in place. You should consider all parts of an organization when making these changes. Be sure to use scholarly research to defend your responses and support your explanations.
This project addresses the following course outcomes:
Determine the root causes and driving forces for effectively implementing an organizational change effort
Diagnose gap differences between current situations and targeted goals of change efforts for determining the needs of a change effort
Analyze the impact of a change effort for its implications on the roles of employees
Predict areas and causes of resistance within an organization to develop a well-informed, effective change plan
Determine the communication needs in a change effort involving employees for successfully implementing a change effort
Enhance the influence of organizational culture on organizational change efforts
Prompt
For this project, you will create a change plan based on a case study. Your plan will include stated objectives that you will follow to accomplish an intended goal or goals. After setting your objectives, you will work backward to create a timeline for each phase of the change plan. This change plan will analyze what the organization needs to make the change successful and what to look out for.
Specifically, you must address the following critical elements:
Analysis and Diagnosis
Identify the problem in need of addressing and describe which forces are driving the change effort.
Establish how the problem arose and determine the current impact of the problem.
Identify the specific organizational needs driving the change and explain each.
Identify specific variables, conditions, issues, and individuals that will impact the change effort negatively and describe how these should be handled prior to planning the change effort.
Identify underlying causes of the problem and determine how these causes should be addressed.
Identify the gap between the current situation and the targeted outcome and establish what needs to occur to build a process to address the gap.
Developing a Change Plan Using Kotter’s Model for Implementing Organizational Change
Create Urgency
Describe a plan to create urgency within the organization and convince stakeholders that this change needs to take place.
Identify current processes for implementing change and describe how processes will need to be updated for the proposed change
Describe a strategy to gain support from employees and describe how the strategy will be effective
Build a Guiding Coalition
Identify who should be involved in the guiding coalition and provide a rationale for each choice. Kotter likes 50% leaders and 50% managers with experience. Others prefer the composition to be 33% leaders, 33% managers, and 33% informal leaders. You can assemble the guiding coalition as you see fit.
Determine steps for ensuring commitment from those involved and describe each step
Form a Strategic Vision
Determine the values that are essential to this change and defend why the values are essential.
Establish the vision for this organizational change effort and describe how the vision will be effective in promoting the change effort.
Identify your intended targeted outcomes and defend each choice.
Determine what must occur for the organizational change effort to be considered a success and defend each response.
Communicate the Change
Establish what is required for the change to be communicated effectively and explain your response.
Determine actions you will take to encourage two-way communication and explain why these actions will be effective.
Establish how direct supervisors within the organization will be supported in their efforts to communicate with employees regarding the change effort.
Describe how you will address any concerns or anxieties regarding this change.
Determine who will need to be involved in the change effort and describe the capacity in which they will be involved.
Enable Action by Removing Barriers
Identify the forces, barriers, and hindrances to the organizational change effort and describe each.
Describe how resistance can be recognized and determine how resistance can be eliminated or mitigated.
Describe actions that enable and empower employees to help drive the change effort.
Generate Short-Term Wins
Determine how you will generate short-term wins and establish how these wins will be rewarded.
Determine what can be gained from short-term wins and defend your response.
Sustain Acceleration
Describe how to ensure that the momentum driving the change effort continues.
Institute Change
Determine what actions need to occur for this change to become part of the organizational culture and defend each action.
Establish infrastructure mechanisms that need to be in place to maintain and sustain the change into the future and describe the importance of each.
Milestones
Milestone One: Kotter’s Steps 1 and 2
In Module Three, you will review the case study Satya Nadella at Microsoft: Instilling a Growth Mindset, and then complete the following actions: (a) State what actually occurred in the case regarding Kotter’s first two steps of establishing a sense of urgency and creating the guiding team in a change effort, and (b) reflect on what you think should have been done in the change effort regarding those two steps. State your reflection as recommendations to implement steps 1 and 2.
This milestone will help you build Section II parts A and B of your final project. This milestone is graded with the Milestone One Rubric.
Milestone Two: Kotter’s Steps 3 and 4
In Module Five, you will review the case study Satya Nadella at Microsoft: Instilling a Growth Mindset, and then complete the following actions: (a) State what actually occurred in the case regarding Kotter’s steps 3 and 4 of developing a vision and strategy and communicating the change vision (2–3 paragraphs), and (b) reflect on what you think should have been done in the change effort regarding those two steps. State your reflection as recommendations to implement Kotter’s steps 3 and 4.
This milestone will help you build Section II parts C and D for your final project. This milestone is graded with the Milestone Two Rubric.
Milestone Three: Kotter’s Steps 5 and 6
In Module Seven, you will review the case study Satya Nadella at Microsoft: Instilling a Growth Mindset, and then complete the following actions: (a) State what actually occurred in the case regarding Kotter’s steps 5 and 6 of empowering employees for broad-based action and generating short-term wins, and (b) reflect on what you think should have been done in the change effort regarding those two steps. State your reflection as recommendations to implement steps 5 and 6.
This milestone will help you build Section II parts E and F for your final project. This milestone is graded with the Milestone Three Rubric.
Final Submission: Change Plan
In Module Nine, you will be submitting your final project, a change plan for the case study Satya Nadella at Microsoft: Instilling A Growth Mindset. Throughout the course, you have had multiple opportunities to work on the elements of this proposal and fine-tune your thinking for the change plan.
Your finalized proposal should incorporate feedback you have received from your instructor as well as your peers. This submission is graded with the Final Project Rubric.
What to Submit
Your change plan must be 13–15 pages (not including the title page or references) with double spacing, 12-point Times New Roman font, and APA formatting. Use the following rubric to review your assignment before submitting it.
****Milestones 1, 2, and 3 are included. These will help with the final project. 

here is a debate in the literature about whether it’s better to plan or react to

here is a debate in the literature about whether it’s better to plan or react to organizational change efforts. While both positions are important, your task is to choose either proactive or reactive change. Explain why you believe your side is more important than the other position. Use at least three references from peer-reviewed literature to support your argument and cite the references in APA formatting. Your argument should have a conclusion and reasons to accept the conclusion.